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This definition has three key elements: energy, direction,and persistence.4The energy element is a measure of intensity or drive. A motivated person puts fortheffort and works hard. However, the quality of the effort must be considered as well as itsintensity. High levels of effort don’t necessarily lead to favorable job performance unlessthe effort is channeled in a direction that benefits the organization. Effort that’s directedtoward, and consistent with, organizational goals is the kind of effort we want from employees.Finally, motivation includes a persistence dimension. We want employees to persist inputting forth effort to achieve those goals.

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What is Motivation?• Motivation – The process by which a person’s efforts are energized, directed, and sustained toward attaining a goal – Individuals differ in motivational drive – Overall motivation varies from situation to situation

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How Do you Motivate Your Employees?•Say “Thank You”•Notice When Someone is Doing the Right Thing•Get to Know Employees•Professional Development Opportunities•People Support What They Help Create•All Staff Deserve Recognition•Group Recognition is as Important as Individual Recognition•Have Fun!

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Three Elements of MotivationThis definition has three key elements:1. Energy - a measure of intensity or drive.2. Direction - effort channeled in a direction that benefits the organization.3. Persistence - when employees persist in putting forth effort to achieve those goals.

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Abraham Maslow He described how different needs have greater priority than others. When he did, he found that our needs can be understood better by arranging them in the order of their importance, in our lives.

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What Are McGregor’s Theory X and Theory Y?Douglas McGregor was a Management professor at the MIT Sloan School of Management He also taught at the Indian Institute of Management CalcuttaMcGregor is best known for proposing two assumptions about human nature:• Theory X – The assumption that employees dislike work, are lazy, avoid responsibility, and must be coerced to work• Theory Y – The assumption that employees are creative, enjoy work, seek responsibility, and can exercise self-direction

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What Is Herzberg’s Two-Factor Theory? Frederick Herzberg’s an American psychologist who became one of the most influential names in business management. Herzberg’s Motivation-Hygiene Theory, also known as the two-factor theory proposes that:  Intrinsic factors are related to job satisfaction  Extrinsic factors are associated with job dissatisfaction

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David C. McClelland was an American psychological theorist. Noted for his work on need theory.

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What Is McClelland’s Three-Needs Theory? Three acquired needs are major motives at work• 1-Need for Achievement (nAch) – The drive to succeed and excel in relation to a set of standards – person is achievement motivated and achievement, attainment of realistic but challenging goals, There is a strong need for feedback as to achievement and progress, and a need for a sense of accomplishment.

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What Is McClelland’s Three-Needs Theory?• 2-Need for Power (nPow) – The need to make others behave in a way that they would not have behaved otherwise – person is authority motivated. This driver produces a need to be influential, effective and to make an impact. There is a strong need to lead and for their ideas to prevail. There is also motivation and need towards increasing personal status and prestige.

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What Is McClelland’s Three-Needs Theory?• 3-Need for Affiliation (nAff) – The desire for friendly and close interpersonal relationships – person is affiliation motivated, and has a need for friendly relationships and is motivated towards interaction with other people. The affiliation driver produces motivation and need to be liked and held in popular regard. These people are team players.

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Motivating a Diverse Workforce• Compressed Workweek – A workweek in which employees work longer hours per day but fewer days per week• Flexible Work Hours (flextime) – A scheduling system in which employees are required to work a certain number of hours per week but are free, within limits, to vary the hours of work

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Motivating a Diverse Workforce (cont.)• Job SharingWhen two or more people split (share) a fulltime job• TelecommutingA job approach in which employees work at home but are linked by technology to the workplace